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Social media – how do recruiters compare?

Kiev, Ukraine - October 17, 2012 - A logotype collection of well-known social media brand's printed on paper. Include Facebook, YouTube, Twitter, Google Plus, Instagram, Vimeo, Flickr, Myspace, Tumblr, Livejournal, Foursquare and more other logos.

Anyone reading this blog is likely to have found it through social media, so I don’t need to explain how much of a buzz there is around social media in recruitment at the moment. However as a PR company I like to think we have a slightly different take on it – although we know how to how to use these tools in the recruitment process, our focus is more on using social media to promote the recruiter’s brand and expertise.

As BlueSky’s resident social media ‘leader’ if I can use that word, I recently went to PR Week’s Digital Media Conference, where I could listen to big names speak about their social media presence. I wasn’t really sure what to expect but was interested to hear what fancy things the experts were doing.

The answer was: everything that we’re helping recruiters to do. Social media really is so new that we’re all still figuring out what works best. Vodafone had some impressive Google and Twitter mash ups and Action for Children managed to get a massive 9,000 people doing the Time Warp in Trafalgar Square through using social media! These campaigns were really interesting to hear about but it was nice to know that even know that although these companies have techie experts to call on and big budgets to spend, they’re still using the same ideas and technology that many SMEs are using – leveraging blogs and twitter to promote themselves.

It was even more interesting to listen to how companies like Eurostar managed a crisis; I’m sure we can all remember back to the snow trauma which left people stranded and complaining that they had no information. Eurostar at this time actually had two twitter accounts which they used for marketing purposes, but it hadn’t occured to this huge organisation to use Twitter to actually speak to and engage with customers! This only changed when they brought in a specialist digital agency to help them out. All this at a time when recruiters were already on Twitter, talking, networking and engaging with other people.

So, the point to this post is really to tell recruiters that as an industry they are really staying ahead of the game. Of course we still have a way to go though, with many recruiters still not seeing the value of some of web 2.0. However it was Gabi Whitfield, Communications Director at Nissan that said “ignore Twitter at your peril” and I thought that was very apt. I may just use that phrase when trying to convince the next sceptic!

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2 thoughts on “Social media – how do recruiters compare?”

  1. Sam,

    Firstly, can I just say that I don’t believe that many large corporations are really ever going to get social media. They’ve spent the last two years trying out different solutions, yet still they tell us they’ve not quite got it.

    I know there is hope for large companies to get social media when I see the likes of Starbucks, JetBlue and SouthWest doing so well, so that gives me hope.

    Secondly, I’m interested to hear about how BlueSkyPR is making the best use of social media?

    Regards,
    Josh Chandler

  2. There are plenty of sceptics out there too that need convincing! Josh is right, lots of people are no ever really going to get it either.
    I work for a recruitment consultancy in the North of England, and centrally manage all social media and PR activity; overcoming intital resistance was tought, but we are now developing a corporate Twitter and blog. The greatest thing I’ve been able to demonstrate around these Web 2.0 tools are that they are free! Which always helps convince those who are a bit sceptical!

    Michelle

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